It is much easier to attract people who share your values than to hire first and “convert” later.
[gap height=”25″]Have you ever had a company outing at a golf course? Ever have one end with an “invitation” from the local authorities to vacate the premises? Would you feel that outing was a total success? Want to know how you can do just that and have it be a total success? Here’s how …
[gap height=”25″]If you’ve been tasked with hiring, developing and keeping top quality talent on a budget for any length of time, you know that engaged, committed and talented people are crucial.
[gap height=”25″]You may even have dreams of talented, honest, hardworking employees ready to give their left kidney for the good of the organization. You imagine them sitting at home wishing the weekend weren’t so long so they can get back to work for your company.
[gap height=”25″]More often than not, that dream ends with a Monday morning bucket of ice water to the face as you return to find the tired, the poor, the huddled masses. Your team appears to slog through the office; mindless, uninspired and drained of all energy. There hasn’t been a zombie apocalypse, but your entire staff seems plucked from the cast of The Walking Dead.
[gap height=”25”]You know that committed, talented, engaged people are the lifeblood of your company. But how on God’s green earth do you find these unicorns and keep them fired up, committed and on point?
[gap height=”25″]You are in the right place, dear reader. Here are three keys to doing just that:
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KEY #1:
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The right people come because of who you are – not what your compensation package looks like.
[gap height=”25″]It is so much easier to attract people who share your values than to hire first and “convert” later. Be clear about who you are and what you believe and you will attract the right people. Just as importantly, you will repel the wrong people who end up making your life miserable.
[gap height=”25″]Before you can hire based on your Core Values, you need to define them and communicate them in word and deed until you and your staff are saying them in your sleep.
[gap height=”25″]If you asked your team today, “What are our Core Values?” how many different answers would you get? If that answer is anywhere north of one, keep reading.
[gap height=”25″]Here are some fun ways to communicate your Core Values to your staff, prospects, customers, vendors, and the community at large:[gap height=”25″]
- Company parties
- Your interview process
- Email signatures
- Business cards
- Voicemail/phone system recordings
- Employment ads
- Hiring an airplane to skywrite them over your office every other Thursday …
[gap height=”25″]Too much on the last one? Good catch – back to filling your company with amazing employees.
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KEY #2:
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[gap height=”25″]Not only do you have to clearly understand your company Core Values, you must be able to communicate them clearly and consistently.
[gap height=”25″]Do your staff come to you with questions you’ve answered dozens of times? Does fear of a bad decision hold you back from freeing them to be more independent? Do you want them to figure things out for themselves?
[gap height=”25″]Often, employees make what seems to them a small mistake from their perspective, yet you lose your mind over it. Why is that? Generally, they have violated one or more of your Core Values. The problem is, they didn’t know it. Your job as the leader is to communicate those values early and often!
[gap height=”25″]Next time an employee comes to you with an idea or question, don’t answer it. Ask a question instead:[gap height=”25″]
- Does this idea fit into our Core Values?
- How can you best reflect our Core Values based on what you just told me?
- Which Core Value comes to mind first in dealing with this?
[gap height=”50″]Key #3:
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You can’t just talk the Core Values Talk – you’ve got to live and breathe them. Even when your team is sick of hearing them!
[gap height=”25″]Start consistently asking these questions instead of providing answers. Your staff will become more independent, stop asking the same questions over and over and become better decision-makers.
[gap height=”25″]Imagine it was your company’s outing that was ended abruptly by getting kicked off of that golf course. Imagine the ability to see that not as a “bad day;” to realize that you provided your staff and their families with stories to tell for a lifetime and arriving at work tomorrow not to find the walking dead, but finding a community – a special place in the world where your people are raving fans.
[gap height=”25″]You offer something they’ve never had before. More than a paycheck: community and a sense of belonging – of purpose and something special that none of you could have built alone.
[gap height=”25″]You have the keys to the kingdom! Clarify your Core Values, communicate them early and often … and try not to get thrown off of any golf courses.
